OUR VIEW: Weight, height and hiring

Published: Sunday, December 16, 2012 at 6:01 a.m.

Last Modified: Friday, December 14, 2012 at 8:15 p.m.

Filling vacancies on the Gadsden Fire Department’s roster turned out to be a bit problematic.

First there was a controversy over the hiring last week of two candidates who had used or sold drugs in the past. That caused one member of the Civil Service Board to abstain from voting on any candidates, since they were presented as a group, and brought complaints from City Council members who felt blindsided by the situation.

Then the Civil Service Board learned three other candidates — all certified firefighters, meaning they could go to work immediately — hired at the same time on the condition that they pass physical examinations didn’t meet the department’s height and weight requirements.

The board punted for 48 hours, then voted to suspend its rules and hire the three candidates, provided they enter weight-loss programs.

We think that’s a good call, as is the board’s intention to evaluate whether the height and weight requirements need to be revisited and possibly changed.

Those requirements exist in a standardized table, most likely as in a candidate who is “X” tall must be within “Y” weight range. However, the Gadsden Police Department uses body mass index — a calculation that estimates a subject’s body fat by dividing weight in kilograms by height in meters — in its height and weight requirements, and that could be a good starting point if the board finds changes are necessary,

Some researchers call BMI an outdated concept, although other entities like the Centers for Disease Control and Prevention consider it at least a good ballpark indicator of someone’s fitness and potential health concerns. We think the notion of standardized tables is even more outdated. There could be two individuals, each weighing 250 pounds, and if one has a BMI of 35 and the other 15, it’s pretty easy to gauge who’s fittest.

However, another lesson the board should take away from this process — the most important one, in our judgment, that needs to be addressed if the members are in a mood to make changes — is the value of clear communication.

We’re not talking about communication with the City Council or city officials. A board member this week pointed out that meetings are public and announced in advance, and that members are willing to talk with city officials at any time about anything, except individual candidates for jobs.

We’re talking about communication with candidates. The three who failed the height and weight requirements — they passed the rest of their physicals and subsequent medical tests — insisted they had no knowledge of those requirements. They should have.

It doesn’t matter if it’s a fast-food joint hiring a cashier, a newspaper hiring a reporter or a board hiring firefighters. The requirements for a job needed to be clearly stated up front, so there will be no confusion.

<p>Filling vacancies on the Gadsden Fire Department's roster turned out to be a bit problematic.</p><p>First there was a controversy over the hiring last week of two candidates who had used or sold drugs in the past. That caused one member of the Civil Service Board to abstain from voting on any candidates, since they were presented as a group, and brought complaints from City Council members who felt blindsided by the situation.</p><p>Then the Civil Service Board learned three other candidates — all certified firefighters, meaning they could go to work immediately — hired at the same time on the condition that they pass physical examinations didn't meet the department's height and weight requirements.</p><p>The board punted for 48 hours, then voted to suspend its rules and hire the three candidates, provided they enter weight-loss programs.</p><p>We think that's a good call, as is the board's intention to evaluate whether the height and weight requirements need to be revisited and possibly changed.</p><p>Those requirements exist in a standardized table, most likely as in a candidate who is “X” tall must be within “Y” weight range. However, the Gadsden Police Department uses body mass index — a calculation that estimates a subject's body fat by dividing weight in kilograms by height in meters — in its height and weight requirements, and that could be a good starting point if the board finds changes are necessary,</p><p>Some researchers call BMI an outdated concept, although other entities like the Centers for Disease Control and Prevention consider it at least a good ballpark indicator of someone's fitness and potential health concerns. We think the notion of standardized tables is even more outdated. There could be two individuals, each weighing 250 pounds, and if one has a BMI of 35 and the other 15, it's pretty easy to gauge who's fittest.</p><p>However, another lesson the board should take away from this process — the most important one, in our judgment, that needs to be addressed if the members are in a mood to make changes — is the value of clear communication.</p><p>We're not talking about communication with the City Council or city officials. A board member this week pointed out that meetings are public and announced in advance, and that members are willing to talk with city officials at any time about anything, except individual candidates for jobs.</p><p>We're talking about communication with candidates. The three who failed the height and weight requirements — they passed the rest of their physicals and subsequent medical tests — insisted they had no knowledge of those requirements. They should have.</p><p>It doesn't matter if it's a fast-food joint hiring a cashier, a newspaper hiring a reporter or a board hiring firefighters. The requirements for a job needed to be clearly stated up front, so there will be no confusion.</p>